About the role
Job Family: Workplace Relations Travel Required: Up to 10% Clearance Required: None What You Will Do: The Employee Relations Consultant Leader is responsible for leading a team of Employee Relations Consultants who provide strategic, risk-informed, and practical employee relations support to business leaders, managers, and Human Resources partners across the organization. In a centralized Employee Relations model, this role ensures the ER Consultant team delivers consistent, high-quality guidance on workplace matters, including performance concerns, misconduct response, policy interpretation, restructuring support, conflict management, workplace behavior concerns, and other sensitive employee issues. Reporting to the Director, Employee Relations, a successful candidate will oversee the day-to-day management, development, and effectiveness of the ER Consultant team, ensuring consultants are aligned to the business, operate consistently, and provide timely, practical, and defensible guidance. This is a new position; one in which will operate in close partnership with HR Business Partners, Employment Counsel, Ethics & Compliance, HR Operations, and a separate centralized Investigations team, and is accountable for driving ER consulting standards, case quality, service delivery, stakeholder confidence, and risk mitigation across the function. Lead, coach, and develop a team of Employee Relations Consultants aligned to business segments, functions, or geographies. Foster a team culture grounded in sound judgment, fairness, responsiveness, discretion, and practical problem-solving. Drive calibration across consultants to reduce variability in recommendations and outcomes. Establish clear expectations and standards for consultant performance, judgment, responsiveness, documentation quality, stakeholder partnership, and risk management. Create strong operating discipline across
the team, including consistent intake, consultation practices, and case management standards to ensure similar employee relations matters are handled consistently across business units, leaders, and regions, while accounting for applicable legal, cultural, and policy differences. Provide ongoing direction, case consultation, and escalation support on sensitive or high-risk employee relations matters. Serve as a senior escalation point for complex or sensitive leadership situations. Maintain strong judgment around when issues should remain within consulting support versus when they should be escalated to investigations, legal, ethics, security, or senior HR leadership. Build team capability in employee relations consulting, manager coaching, issue assessment, policy application, documentation practices, and workplace risk identification, promoting an approach that balances employee experience, business practicality, and organizational risk. Partner with Investigations on scope alignment, business context, interim actions, stakeholder coordination, and post-investigation implementation. Maintain clarity between investigative fact-finding